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TEAM BUILDING

TEAM BUILDING. Presented by: PDG Sam Leong. Team Building. What is Team Building? Why Team Building? When to use Team Building Who’s in Team Building How to implement Team Building. Assess Your Team-sense. Which word/phrase defines a team most appropriately ?

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TEAM BUILDING

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  1. TEAM BUILDING Presented by: PDG Sam Leong

  2. Team Building • What is Team Building? • Why Team Building? • When to use Team Building • Who’s in Team Building • How to implement Team Building

  3. Assess Your Team-sense Which word/phrase defines a team most appropriately? A group of people Synergy Sharing one aim Whole > Sum Co-operation Flexibility Working together Reporting to one boss Serving one customer

  4. What is a Team? A unit of two or more people who interact and coordinate their work to accomplish a shared goal or purpose

  5. Evolution of Teams and Team Leadership • Cross-Functional Team • Coordinates across organization boundaries for change projects • Leader gives up some power • Special purpose team, problem-solving team • Self-Directed Team • Autonomous, defines own boundaries • Member-centered • Self-managed team • Functional Team • Grouping individuals by activity • Leader centered • Vertical or command team Need for traditional leadership Need for team leadership

  6. Example A Lions Club and its B.O.D. To implement policies determined by the general membership.

  7. What is Team Building? • The selection, development, and collective motivation of result-oriented teams. • Team building is pursued via a variety of practices, such as group self-assessment and group-dynamic games • Sits within the theory and practice of organizational development.

  8. Why Team Building? • An organization is engaged in team building, when in its organizational development context, embarks upon a process of self-assessment in order to gauge its own effectiveness and thereby improve performance. Desire to realize its full organizational potentials.

  9. When to use Team Building • When an organization seeks to enhance its performance and attainment of its vision and goals by getting its people to work together as team members to achieve shared objectives for the common good of its stakeholders.

  10. Who’s in Team Building Every member of the Organization.

  11. How to implement Team Building The process of team building involves, • clarifying the goal, and building ownership across the team • identifying the inhibitors to teamwork and removing or overcoming them, or if they cannot be removed, mitigating their negative effect on the team. • To assess itself, a team seeks feedback to find out: 1. its current strengths as a team 2. its current weakness

  12. How to implement Team Building To improve its current performance, a team uses the feedback from the team assessment in order to: 1. identify any gap between the desired state and the actual state 2. design a gap-closure strategy

  13. Stages of Team Building Forming: Orientation, break the ice Leader: Facilitate social interchanges Storming: Conflict, disagreement Leader: Encourage participation, surface differences Norming: Establishment of order and cohesion Leader: help clarify team roles, norms, values Performing: Cooperation, problem solving Leader: Facilitate task accomplishment

  14. STAGES OF TEAM BUILDING(FORMING) • Forming: Group members learn about each other and the task at hand. Indicators of this stage might include: Unclear objectives, Un-involvement, Uncommitted members, Confusion, Low morale, Hidden feelings, Poor listening, etc.

  15. STAGES OF TEAM BUILDING(STORMING) • Storming: As group members continue to work, they will engage each other in arguments about the structure of the group which often are significantly emotional and illustrate a struggle for status in the group. These activities mark the storming phase: Lack of cohesion, Subjectivity, Hidden agendas, Conflicts, Confrontation, Volatility, Resentment, anger, Inconsistency, Failure.

  16. STAGES OF TEAM BUILDING(NORMING) Norming: Group members establish implicit or explicit rules about how they will achieve their goal. They address the types of communication that will or will not help with the task. Indicators include: Questioning performance, Reviewing/clarifying objectives, Changing/confirming roles, Opening risky issues, Assertiveness, Listening, Testing new ground, Identifying strengths and weaknesses.

  17. STAGES OF TEAM BUILDING(PERFORMING) Performing: Groups reach a conclusion and implement the conclusion. Indicators include: Creativity, Initiative, Flexibility, Open relationships, Pride, Concern for people, Learning, Confidence, High morale, Success, etc.

  18. STAGES OF TEAM BUILDING(ADJOURNING) Adjourning: As the group project ends, the group disbands in the adjournment phase. This phase was added when Tuckman and Jensen's updated their original review of the literature in 1977.

  19. STAGES OF TEAM BUILDING (What are involved?) The above 5 stages of team building involves tasks and relationship.

  20. 4 TYPES OF TEAM BUILDING 1) INDIVIDUALS 2) SMALL TEAMS 3) TEAM ISLANDS 4) ORGANIZATION

  21. BUILDING by LEADING

  22. Definition of Leadership Leadership is an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes.

  23. Leader Development versus Leadership Development • Leader development focuses on the development of the leader, such as the personal attributes desired in a leader, desired ways of behaving, ways of thinking or feeling. • In contrast, leadership development focuses on the development of leadership as a process. This will include the interpersonal relationships, social influence process, and the team dynamics between the leader and his/her team at the dyad level, the contextual factors surrounding the team such as the perception of the organizational climate and the social network linkages between the team and other groups in the organization.

  24. BUILDING by INFLUENCING

  25. Building by Influencing Personal Power (Influence) is more effective than Positional Power

  26. BUILDING by CREATING INTER-DEPENDENCY

  27. BUILDING by CREATING INTER-DEPENDENCY • DEPENDENCY • INDEPENDENCE • INTER-DEPENDENCY

  28. BUILDING by CONTINUOUS LEARNING • LEARN • UN-LEARN • RE-LEARN

  29. BUILDING by EMPOWERING

  30. Building by Empowering • Understanding people’s needs & aspirations and entrusting them to do the right job enables people to be more effective.

  31. BUILDING by COMMUNICATING

  32. Building by Communicating Most of the causes of organizational breakdowns are the result of ineffective and bad communication

  33. BUILDING by EMBRACING DIVERSITY

  34. Building by Embracing Diversity • VIEW DIVERSITY AS STRENGTH • DIVERSITY OFFERS VARIETY • DIVERSITY OFFERS FLEXIBILITY

  35. BUILDING by CHANGING

  36. Building by Changing • Change or Perish! • The only certainty in this uncertain globalized world is CHANGE!

  37. BUILDING with F.U.N.

  38. Building with F.U.N. • Fellowship Understanding New ideas • Fairness Unity Networking • Firmness Universality Needs

  39. BUILDING with ACTION

  40. Building with Action Success in all endeavours is the result of great ideas backed by action! Nothing happens until we act!

  41. OUTCOMES • Happier & More effective people • A more committed and cohesive organization • Attainment of meaningful shared goals made easier • A stronger organizational culture • A stronger & better organization

  42. Thank You for your attention & participation.

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